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Manager who subscribe to Theory X believe that people are naturally lazy and uncooperative and therefore must either be rewarded or punished to be made productive to achieve the target.
Theory X and theory y are two theories of human motivation and management created by Douglas McGregor based on the works of Abraham Maslow and demonstrate opposing models of workforce motivation. Theory X works on the assumption that the typical worker is unambitious, selfish, uncooperative and avoids responsibility, unintelligent, lazy, and that their main motivation is a steady income.
Managers who employ these assumptions tend to use a reward/punishment system as a motivator and expect increased efficiency with a hands-on approach. Under this type of management, individuals are more likely to directly receive a negative or positive outcome and are considered to be most effective in a workforce with low-performance motivation. A workplace that involves assembly lines or manual labor is ideal for this managerial style.
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Answer:
Option "C" is correct.
Explanation:
An increase in government expenditure causes more money inflow on demand over supply.
Answer:
$19.21
Explanation:
The computation of the unit cost per item is as follows:
Beginning merchandise inventory $52,000
Add: Purchases + freight in $293,000 ($280,000 + $13,000)
Less: Ending merchandise inventory -$54,900
Cost of goods sold $290,100
Now the cost of goods sold per unit is
= $277,100 ÷ 15,100 units
= $19.21
Organizations typically rely on fixed interval and fixed ratio schedules, such as hourly wages and annual reviews and raises. A fixed interval schedule is when an employer gives an employee a raise or reward after a set amount of time has passed. A fixed ratio schedule is when there is a reinforcement after a certain number of responses has happened.
